To help get you started, here are some of the super-smart questions Ive been asked during actual interviews by real-life candidatesand the reasons they got my attention.

Related: 8 Ways To Make A Great First Impression During An Interview Plus, if you want to get a sense of whether youll enjoy being around the people you could be working with every day, this is the question you should ask.

As a candidate, its the perfect question to catch the recruiter a little off-guard and get an honest answer.

A question like this gives you the chance to address any concerns the recruiter may have about your fit for the role head-on, in person.

This is another question that shows a recruiter theyre talking to a candidate who cares about team dynamics and understands that how a team works together can make or break the success of its projects.

This Nestl recruiter is here to help you get your dreamjobAaron shares six career insights gained from speaking to hundreds of candidates and reviewing thousands of resumes from all over thecountry.Best dayever!When I joined Nestls recruiting team, I knew Id be finding great candidates and helping build Nestls future.

I spent the day helping load up Nesquik product and meeting colleagues Id helped recruit, all while dressed as the Nesquik Bunny, cracking up the rest of the team.

Not all of them will spend a day as the Nesquik bunny, but they all have a core Nestl-ness: a collaborative spirit, a passion to innovate, and a drive to make Nestl a better company than it was yesterday.

Youll have the chance to meet your prospective colleagues during the interview process, so take the opportunity to learn about them, their career path, and how theyve made an impact working at Nestl.

Im looking for people who want to advance their careers, but that also want to improve themselves, those around them, and that have a drive to help make Nestl better than we were yesterday.

If there are no proper relationships, then the work environment would not stay positive, which would eventually result in the drop of work quality.

One needs to make sure that there is an open communication about the professional work, which would make people comfortable with each other in the organization, resulting in a good relationship with each other.

Knowing what is happening around in the organization and understanding the employees helps in building up relationships with them.

Working for the entire time is not possible by any individual, and small perks helps in building relationships among people.

The company needs to know that opinions from every individual must be taken, for a proper working of an organization.

Recruiter News TLDR / Table of Contents

The Advertising Standards Authority has not upheld a complaint against a job advert for a lead systems engineer placed by technical recruiter Morson International, which a complainant claimed was misleading.

The ad on a job listings website by Morson, seen on 8 November, stated: Lead Systems Engineer 45-51 p hour | Templecombe | Contact/Interim… A client of ours is seeking a Lead Systems Engineer to provide additional IVVQ support at subsystem level… Ref no: complainant, who did not believe the…

In response, Morson provided evidence to the ASA, which included: – – The ASA considered consumers would expect the ad was genuine, adding documentary evidence relating to the role had been provided by Morson, demonstrating two candidates had been interviewed and the role had been filled by a successful applicant….

For these reasons, the ASA ruled the ad was not misleading and no further action was necessary.

The surveys latest findings show employer confidence in the economy remains negative, with more employers continuing to think economic conditions will get worse (33%) than think it will get better (23%).

The findings also show employers remain uncertain about hiring, with 20% saying they dont know what their plans are for temporary agency workers in the next four to 12 months.

However, this has fallen from 32% last month as some employers begin to firm up plans.

The survey of 600 employers also shows: – – Commenting on the findings, REC director of policy Tom Hadley says businesses are still pessimistic about the future of the economy.

Employers are potentially turning to temps, which could bring opportunities to candidates interested in temporary work and the flexibility it affords, but is also a sign employers are affected by economic and political uncertainty.

The study notes that while America’s three biggest metros are among the worst for small businesses, there is no general correlation between the size of a city and its advantage or disadvantage for small businesses.

Similarly spending a few extra minutes to build rapport with the hiring manager not only to understand the job requirement, but also know the dynamics of the team, soft skills required for the position etc. can go a long way in hiring the right talent for the job.

With a Masters degree in Human Resources and over 10+ years of experience in HR and recruiting/staffing, she is adept at social media recruiting , career coaching for professionals and building effective job search strategies for career seekers.

Ash is working as a senior Global Talent Acquisition Specialist at Verizon Labs and also provides 1-on-1 Career Coaching to new college grads and mid-level executives during weekends and after business hours and specializes in resume writing, interview training, building effective LinkedIn presence, dress for success training.

Social Hire – the Social Media Agency for recruiters and small businesses.

With outstanding Social Media Agency reviews on Google and exceptional client retention rates, the team at Social Hire really do know what works (and just as importantly, what doesnt work).

The Metro is reporting dog-friendly travel company Canine Cottages is recruiting for a canine critic to carry out its property reviews.

The online travel site, which has more than 1,500 dog-friendly cottages around the UK, is seeking a new recruit, who must be at least six months old, and be able to endure long car journeys and walks on beaches, hills and forests in locations across England, Scotland and Wales.

Benefits include treats and surprises from top dog brands with one full weeks holiday plus three long weekends at various cottages across the UK.

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If attending networking events makes you feel uncomfortable, consider connecting with more people in your community during your job search people like your former colleagues, your friends, your family members, your neighbors,fellow PTA members, your hair stylist, the folks with whom you volunteer, the local career center staff, etc.

These events offer important opportunities but at the same time, so do your fellow community members.

Saying Ill do anything; I just need a job is not helpful to people in your community, and it will make you appear desperate.

Even when connecting with your community in a casual way, youll want to show people how serious you are about finding a job.

Ping the people in your community with updates on your job search or just to keep in touch.

Commenting on the findings, Nick Evans, employment lawyer at law firm Fletcher Day, said courts already take a dim view of recruiters or clients trying to use non-disclosure agreements (NDAs), or gagging clauses as they are commonly known, to cover up sexual harassment allegations.

If candidates are being asked to enter into NDAs at the outset of an assignment or contract of employment, there may be good reason to protect client confidentiality but if it is to attempt to give carte blanche to an employer to cover the behaviour of their staff or clients…

According to Sybille Steiner, partner solicitor at law firm Irwin Mitchell, recruiters should review their sexual harassment policies in light of the Commissions findings.

One of the recommendations of the Commission is that employers should ensure that their sexual harassment policy explicitly addresses their obligations under the Equality Act 2010 in respect of workers supplied to them by third parties, ensure it is shared with organisations supplying staff and services, and that workers supplied…

However, the Commission notes that not all allegations of sexual harassment will constitute protected disclosures or criminal activity, and that the scope of the relevant section in the Equality Act 2010 that prohibits a contractual clause if it constitutes, promotes or provides for unlawful treatment under the Equality Act 2010…

It depends on the depth of information requested by the employer and other factors, including: – – – Checking backgrounds of candidates who have lived, worked or gone to school in multiple locations may require additional time.

A candidate may claim that he or she was not hired because an employer, in reviewing online information, discriminated based on the candidates age, race, religion, medical history, or nationality.

A background checkvendor is considered a Credit Reporting Agency (CRA) and along with an employer, is subject to the Fair Credit Reporting Act (FCRA), which helps protect a candidates rights by requiring that employers take certain steps when requesting and reviewing a candidates background report.

The job market is extremely competitive and so, CV’s have to be an enjoyable read, whereby recruiters and employers can extract the information they need quickly. Getting this right will provide candidates with responses from employers and many interview opportunities. Here are 4 key tips you should always give to…

In my previous article,I discussed how you can leverage your preferences for either introversion or extraversion preferences based on the Myers-Briggs Type Indicator (MBTI) to present an authentic version of yourselfduring a job interview.

Sensing vs. Intuition: The Kinds of Information We Like and Trust – – Being aware of how you, and others, take in information can help you use the right words during an interview.

Now, you likely wont know your interviewers personality type preferences, but you canuse both sensing and intuition language during the interview and then look for understanding from your interviewer.

Some interviewers want to know if you can make decisions based on what the job logically requires, and others want to know if you consider how your decisions affect others.

Judging vs. Perceiving: How We Organize Our External World – – Howyou organize your external world and how you present that organizational approach during an interview can make or break your shot at landing the job.

As recruiters, we know recruiting is competitive, and sourcing millennials can be tough, so there are a few traits recruiters must embody to attract the right candidates: – – If you cannot put yourself in both your hiring managers and candidates shoes, you will lose at recruiting.

While it can be easy for agency recruiters and third party recruiters to get caught up in a big payday, or a corporate recruiter to want to simply get someone into the role, thats not a great way to approach a new requirement.

Its so easy, in fact, that 92 percent of recruiters already use social media as part of their recruiting process.

Know the skill set, know the candidate: Most great recruiters live by this credo.

Social Hire – the Social Media Agency for recruiters and small businesses.

In addition, you have to make your answer relevant to the job at hand and demonstrate the value youll bring to the company.

I tell my clients that no company wants someone whos just looking for any job they can get.

You Will Fit In – – Whether or not youll be a good fit is a major concern many employers have, and its also a tough thing for you to prove.

Your fit is difficult to prove without data or good recommendations from your references, but try to provide as much hard proof as possible: – – Tying It All Together – – Explain how youll exceed the employers needs based notonly on being able to meet the three major components,…

Going into the interview, know how important your role to the organization is: – – Bob McIntosh, CPRW, is a career trainer who leads more than 15 job search workshops at an urban career center.

This post will walk you through some texting etiquettethe dos and don’ts that every recruiter should keep in mind in order to provide a great candidate experience.

And since most people are never far from their phones, you can assume the candidate will see your text.

Here are a few examples of texts a candidate (Adam) could receive from a recruiter (Rachel): – – Using text to do anything else creates problems: it leaves things open to miscommunication and more lengthy communication is best done via email, on the phone, or in person.

According to a recent survey, 14% of job-seekers said the most inappropriate thing a recruiter could do over text was to send a message outside of business hours.

There are a number of tools that can help you manage your text messages with candidates.

Similarly spending a few extra minutes to build rapport with the hiring manager not only to understand the job requirement, but also know the dynamics of the team, soft skills required for the position etc. can go a long way in hiring the right talent for the job.

With a Masters degree in Human Resources and over 10+ years of experience in HR and recruiting/staffing, she is adept at social media recruiting , career coaching for professionals and building effective job search strategies for career seekers.

Ash is working as a senior Global Talent Acquisition Specialist at Verizon Labs and also provides 1-on-1 Career Coaching to new college grads and mid-level executives during weekends and after business hours and specializes in resume writing, interview training, building effective LinkedIn presence, dress for success training.

Social Hire – the Social Media Agency for recruiters and small businesses.

With outstanding Social Media Agency reviews on Google and exceptional client retention rates, the team at Social Hire really do know what works (and just as importantly, what doesnt work).

Rockstar India is seeking a Recruiter to identify, source, & qualify candidates for all positions.

The ideal candidate will have proven experience recruiting candidates across a variety of fields, a tireless approach to researching and contacting the world’s best game talent, and undying passion for Rockstar Games and our titles.

[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]Rockstar Games is looking for a great Recruiter.[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”Business-Development-Recruiter—Youth-Program-Job-in-San-Jose-CA-at-work2future-Foundation-22–24-hr-“][vc_column width=”1/2”][vc_separator][vc_column_text]

The Business Development Recruiter will facilitate activities that include, but are not limited to: in-depth client interest and aptitudes evaluation, outreach and marketing of work2future services to priority Industry sector employers, market research for in-demand occupations and identification of job opportunities for work2future clientele.

The successful candidate will fulfill the following duties: – – o Responsible for the creation and implementation of an employer outreach plan and job development plan in coordination with the overall communications strategy.

Being persistent is key, people are busy so stay in front of them, but also make sure to end the interview with a clear understanding of their timeline, any concerns they have about you and next steps for following back up.

And having the salary talk can be more nerve wrecking than the interview itself which is why many people dont have it at all.

The reasons should not be feeling-based, but always fact-based, like: I have a certain amount of experience, I am relocating from another area, or if there is a long learning curve/ramp time, says Andrade.

People should not feel intimidated: ninety-nine percent of the time the hiring manager is expecting this and usually there is wiggle room.

– – Many people fear that asking for more money may take their offer off of the table altogether, but Andrade says that shouldnt be a concern.

The approach [companies] have taken in the past has been to focus far more on protecting the rainmakers of their organizations and mitigating risk in rather small and inconsequential ways, says Mark Lipton, professor of management at The New School and author of Mean Men.

As senior executives and key employees become outed for bad behavior that remained unchecked over the years, firms are now risking their brands.

But over the past few years, there has been an increasing call for boards to take responsibility for ensuring their organizations have healthy, performance-driven cultures in effect, the need to hold the CEO accountable for creating and maintaining these cultures.

In the current climate, boards must now oversee organizational culture not only as a risk issue, but as an organizational performance imperative, Lipton says.

In this case, the CHRO may have a dotted line reporting to a board committee charged with creating and sustaining a healthy culture for all talent something we are starting to see more movement on, Lipton explains.

Since I was acting as a classic used car salesman, the best candidates opted-out and the least best were those who needed the job and the hiring manager was desperate to hire a decent person.

I just tossed the skills-based job description aside and used the intake meeting to create a performance-based job description that defined the work a person needed to do rather than the skills needed to do the work.

The initial job description required the candidate to have an MBA and CPA, 10+ years of consumer products distribution industry experience with companies of $500 million or more.

None matched the exact skillset listed on the original job description, but the CEO agreed before we contacted any of the candidates that these were all viable people.

Recognize that these types of job descriptions are not job descriptions at all; theyre people descriptions and by using them you include the best people including all diversity candidates who bring a different mix of skills and experiences to the table.

Recruiter News TLDR / Table of Contents

India’s premier B-school Indian Institute of Management, Ahmedabad (IIM-A) has completed the final placement process for the class of 2018 of its coveted post-graduate programme (PGP) in management, with students being placed across more than 23 cohorts.

Indias premier B-school Indian Institute of Management, Ahmedabad (IIM-A) has completed the final placement process for the class of 2018 of its coveted post-graduate programme (PGP) in management, with students being placed across more than 23 cohorts.

Firms from multiple domains participated across the three clusters in the final placements, with students being placed across more than 23 cohorts.

In the second stage of the final placement process, firms were grouped into cohorts based on the profile offered, and groups of cohorts were invited to campus across different clusters.

As in previous years, students were provided the flexibility of making dream applications to firms of their choice in a subsequent cluster even with an offer in hand.

Accenture Strategy made the most offers at the end of the final placement process with 18 offers, followed by BCG and Amazon with 14 offers each.

From freeing up time for strategic thought and relationship-building to helping talent acquisition professionals better understand their markets, the clever use of technology provides an excitingpath for the recruiter of the future.

Other time-consuming tasks such as scheduling interviews and implementing assessments can also be handed over to AI tools, freeing up professionals timeto qualify candidates more thoroughly and take a more personal approach with applicants.

By automating administrative and process-orientated tasks, one thing is clear: technology is enabling recruiters and HR professionals to spend more time using their creativity, judgement, and analytical skills to identify the right candidates.

In fact, 64 per cent of talent acquisition professionals said AI and big data has changed how their organisations recruit, with a further 87 per cent saying they are excited by the prospect of working more closely with AI.

In place of that skill, the recruiter will need to become an expert in AI technology outputs in order to provide clients with deeper and more impactful data analytics that will help them make better talent decisions.

Mobile Recruiting 2.0: How to Use Text Messages to Simplify Candidate Engagement – – Discussions of mobile recruiting seem to focus almost exclusively on mobile-optimized career sites and job postings.

These are important pieces of any mobile recruiting strategy, but they alone are not enough.

Recruiters need a way to engage directly with candidates via mobile devices.

As recruiters, we know recruiting is competitive, and sourcing millennials can be tough, so there are a few traits recruiters must embody to attract the right candidates: – – If you cannot put yourself in both your hiring managers and candidates shoes, you will lose at recruiting.

While it can be easy for agency recruiters and third party recruiters to get caught up in a big payday, or a corporate recruiter to want to simply get someone into the role, thats not a great way to approach a new requirement.

Its so easy, in fact, that 92 percent of recruiters already use social media as part of their recruiting process.

Know the skill set, know the candidate: Most great recruiters live by this credo.

Social Hire – the Social Media Agency for recruiters and small businesses.

[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]What it Means to be a Recruiting Superstar by Nature[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”The-6-Best-and-Worst-Cities-for-Small-Business-Hiring”][vc_column width=”1/2″][vc_separator][vc_column_text]

The study notes that while America’s three biggest metros are among the worst for small businesses, there is no general correlation between the size of a city and its advantage or disadvantage for small businesses.

The No. 1 mistake a candidate might make is to disparage his or her prior employereither the company itself or people who worked there, says Laura Handrick, who works as FitSmallBusinesss HR analyst.

Employers want team players, not people who carry negative baggage.

If a candidate is overly negative about a current or past employer, it plants seeds of doubt in a hiring managers mind, he explains.

Trashing a previous employer is something recruiters and hiring managers hate so much that they may ask leading questions in order to see if youre willing to bad-mouth a boss.

In an interview, I can identify a bad team player right away by asking questions that lead the candidate to talk about his previous team experiences, says Dave Lopes, director of recruiting for Badger Maps.